# Lattice

*/Startups/Lattice*

## Startup Overview

This performance management tool connects continuous employee feedback directly to organizational Objectives and Key Results. Instead of isolating goal-tracking from daily operations, it embeds progress updates and peer recognition into the regular rhythms of a company. Teams define clear objectives and track execution in real time without waiting for retrospective assessments.

People teams and department managers struggle to align individual daily performance with broader company goals. Static annual reviews fail to capture ongoing work, leaving employees detached from company strategy and managers struggling to reconstruct a year of activity. This system eliminates that gap by turning performance evaluation into a continuous loop rather than an administrative dead end.

Legacy HR suites like Workday Performance function as top-down compliance records, and alternatives like Betterworks isolate goal tracking from daily team interactions. This approach wins by prioritizing a manager-centric workflow. By integrating continuous feedback loops and routine one-on-one meeting agendas directly into the OKR framework, it gives managers the actionable data they need to keep individual output aligned with strategic targets.

## Startup Founding Hypothesis

**Approach**: that connects continuous employee feedback to organizational OKRs
**Competitors**:
- [Workday Performance](/Competitors/Workday_Performance)
- [Betterworks](/Competitors/Betterworks)
- [static annual reviews](/Competitors/static_annual_reviews)
**Differentiator2x2**: manager-centric in its workflow and continuous in its feedback loops

## Startup Solution Coordinate

**Solution**: [Continuous Performance Platform](/Software/Continuous_Performance_Platform)

## Startup Position2x2

```mermaid
quadrantChart
    title Startup Position: Lattice
    x-axis "HR-Centric Workflow" --> "Manager-Centric Workflow"
    y-axis "Episodic Feedback" --> "Continuous Feedback"
    quadrant-1 "Agile Management"
    quadrant-2 "Continuous HR Tracking"
    quadrant-3 "Compliance Checkbox"
    quadrant-4 "Manager-Led Annual"
    "Workday Performance": [0.25, 0.35]
    "static annual reviews": [0.10, 0.10]
    "Betterworks": [0.55, 0.75]
    "Lattice": [0.85, 0.90]
```

## Startup Brand

**Voice**: Supportive professional register marked by clear, actionable directness.
**Tagline**: Align continuous employee feedback with measurable company goals.
**Icon Concept**: ladder
**Palette Intent**: warm-human
**Visual Identity**: Soft terracotta and warm beige backgrounds pair with clean slate typography to frame professional development as a structured, human-centered process.
**Archetype Reference**: the-caregiver

## Startup Customer Journey

```mermaid
flowchart LR; A[HRIS Integration Hub] --> B[VP of People]; B --> C[Manager Agenda Prompt]; C --> D[Continuous Feedback Loop]; D --> E[OKR Alignment Dashboard]; E --> F[Compensation Analytics]; F --> G[HR Copilot Agent];
```

## Startup Proof Points

_Illustrative — target and order-of-magnitude estimate figures, not an achieved track record (this Thing is concept-stage)._

**Pilot Goals**:
- A 90-day deployment within a 100-person department aiming to hit a 75% continuous feedback participation rate to trigger a company-wide rollout.
- A one-quarter goal-setting pilot with a cross-functional executive team targeting the complete mapping of top-level objectives before cascading them to individual contributors.
**Target Metrics**:
- Target: 75% or higher manager participation rate in weekly continuous feedback within the first 90 days.
- Aim: 100% of individual contributor goals mapped to top-level organizational OKRs.
- Target: Reduction in administrative time spent running quarterly review cycles from three weeks to under four days.
- Aim: 85% completion rate of weekly one-on-one coaching agendas across all department managers.
**Target Case Studies**:
- Mid-market technology firm transitioning from static annual spreadsheets to continuous quarterly review cycles embedded directly into Slack.
- Distributed engineering department mapping individual contributor goals directly to top-level organizational OKRs to establish complete alignment visibility.
- Scaling sales organization standardizing and increasing weekly one-on-one coaching completion rates without adding administrative overhead for HR teams.
**Testimonial Targets**:
- VP of People validating that the platform shifts company culture from dreaded annual compliance reviews to continuous, productive manager-employee coaching.
- Engineering Manager confirming that embedding feedback loops and agenda prompts directly into Microsoft Teams eliminates the friction of logging into a separate HR tool.
- Chief Operating Officer stating that the goal engine provides clear visibility into how matrixed, multi-owner objectives cascade down to individual contributors.

## Startup Top Risks

**Risks**:
- Severity: existential · Description: Core HRIS platforms like Workday or Rippling bundle continuous performance management and OKR tracking into their existing subscriptions for free. · Mitigation Status: in-progress
- Severity: high · Description: Middle managers fail to adopt weekly continuous feedback cadences, reducing the platform to an expensive annual review tool. · Mitigation Status: in-progress
- Severity: moderate · Description: Economic tightening forces mid-market buyers to consolidate HR software vendors and cancel best-of-breed performance management point solutions. · Mitigation Status: unmitigated
- Severity: low · Description: Brittle API connections with legacy HRIS systems cause org chart syncing errors, creating administrative overhead and delaying deployment. · Mitigation Status: in-progress

## Startup Competitors

- [Workday Performance](/Competitors/Workday_Performance) — Incumbent
- [Betterworks](/Competitors/Betterworks) — Enterprise Alternative
- [static annual reviews](/Competitors/static_annual_reviews) — Status Quo
- [Culture Amp](/Competitors/Culture_Amp) — Engagement Platform
- [15Five](/Competitors/15Five) — Point Solution

## Startup Token Hero

**Genre**: founding-hypothesis
**Rendered**: Every quarter, People Leads struggle with detached employees. Lattice connects continuous employee feedback to organizational OKRs so individual output fuels company growth.
**Mechanism**: spine-derived-v1
**Template Id**: spine-founding-hypothesis
**Vocab Fingerprint**: cd21024af383e66e

## Startup Token Positioning

**Genre**: moore-positioning
**Rendered**: Performance management and goal alignment platform for People Leads at scaling tech firms. Unlike Workday Performance or Betterworks — map 100% of individual goals to top-level organizational OKRs.
**Mechanism**: spine-derived-v1
**Template Id**: spine-moore-positioning
**Vocab Fingerprint**: 20d8b04acb11d562

## Startup Token Pitch Deck

**Genre**: pitch-deck
**Rendered**: Problem: Performance data sits trapped in Workday compliance modules while managers track daily progress in disconnected spreadsheets and Slack threads.
Solution: Every quarter, People Leads struggle with detached employees. Lattice connects continuous employee feedback to organizational OKRs so individual output fuels company growth.
Customer: People Leads at scaling tech firms
Unlike: Workday Performance or Betterworks
**Mechanism**: spine-derived-v1
**Template Id**: spine-pitch-deck
**Vocab Fingerprint**: a721db5e00f94c6f

## Startup Token M E D D P I C C

**Pain**: Performance data sits trapped in Workday compliance modules while managers track daily progress in disconnected spreadsheets and Slack threads.
**Metrics**: Target: Managers provide continuous coaching that naturally feeds into measurable company goals with 100% visibility.
**Rendered**: Pain: Performance data sits trapped in Workday compliance modules while managers track daily progress in disconnected spreadsheets and Slack threads.
Economic buyer: VP of People
Metrics: Target: Managers provide continuous coaching that naturally feeds into measurable company goals with 100% visibility.
Competition: Workday Performance or Betterworks
**Mechanism**: spine-derived-v1
**Competition**: Workday Performance or Betterworks
**Economic Buyer**: VP of People
**Vocab Fingerprint**: 28326741a6c54c03

## Startup Token Cold Email

**Genre**: cold-email
**Rendered**: Subject: Performance management and goal alignment platform for People Leads at scaling tech firms

People Leads at scaling tech firms — Performance data sits trapped in Workday compliance modules while managers track daily progress in disconnected spreadsheets and Slack threads. Every quarter, People Leads struggle with detached employees. Lattice connects continuous employee feedback to organizational OKRs so individual output fuels company growth.
**Mechanism**: spine-derived-v1
**Template Id**: spine-cold-email
**Vocab Fingerprint**: 9dd1aab219030555

## Startup Token Agent Spec

**Genre**: ai-agent-spec
**Rendered**: Performance management and goal alignment platform. Every quarter, People Leads struggle with detached employees. Lattice connects continuous employee feedback to organizational OKRs so individual output fuels company growth. Serves People Leads at scaling tech firms.
**Mechanism**: spine-derived-v1
**Template Id**: spine-ai-agent-spec
**Vocab Fingerprint**: b30c83b430580715

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### Positioned bets

- [Produce Superstores](/CompanyTypes/Produce_Superstores) — positioned bet · CompanyTypes
- [Accounting Firm](/CompanyTypes/Accounting_Firm) — positioned bet · CompanyTypes

### Embodies

- [Agent](/Theses/Agent) — embodies · Theses
- [Software](/Theses/Software) — embodies · Theses

### What it offers

- [Continuous Performance Platform](/Software/Continuous_Performance_Platform) — offers · Software

### Composed of

- [Objective Tracking Service](/Services/Objective_Tracking_Service) — composes · Services
- [Feedback Aggregation Agent](/Agents/Feedback_Aggregation_Agent) — composes · Agents
- [Employee Data API](/Agents/Employee_Data_API) — composes · Agents
- [Performance Review Service](/Services/Performance_Review_Service) — composes · Services
- [Goal Alignment Worker](/Agents/Goal_Alignment_Worker) — composes · Agents

### Competitors

- [Workday Performance](/Competitors/Workday_Performance) — competes with · Competitors
- [Culture Amp](/Competitors/Culture_Amp) — competes with · Competitors
- [15Five](/Competitors/15Five) — competes with · Competitors
- [static annual reviews](/Competitors/static_annual_reviews) — competes with · Competitors
- [Betterworks](/Competitors/Betterworks) — competes with · Competitors

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